On every search, we carefully analyze a client’s needs and find innovative, customized solutions that translate into measurable results. Here are several case studies, representing just a few of the searches since the firm’s founding in 1998, that show the way we work with our clients to help achieve their human capital goals.
   
  Click on Testimonials to learn what clients and candidates say about the strong partnerships we have forged and our successful track record.
 
 
Helping a Fortune 500 Company Revamp its Japanese HR Division
 
The Client Challenge. For almost a year, this major New England-based global insurance company had been searching for a Human Resources Director to run its Tokyo office. The company had been working with a search firm based in the region – but success was limited. The company contacted Eileen Finn & Associates for advice on mounting a US-based search. We pointed out that the skills the company was looking for – strategic HR combined with a strong knowledge of process – were unlikely to be available in a regional Japanese candidate, since Japanese human resources has historically been administrative in scope. We advised conducting a US search to identify a candidate who would be open to an expatriate assignment for three to five years.
 
Our Solution. We did an extensive national search – sourcing over 200 potential candidates. The final slate included five US-based candidates and one located in Hong Kong, who became the successful hire. This candidate was unique in many ways. He had the HR skills and experience required and, although an expatriate resident in Hong Kong, he had previously worked in Tokyo and was open to returning. Originally from New England, he was very interested in eventually repatriating to a New England-based company.
 
The Result. This was a win/win situation for everyone involved. The company was able to hire a US-trained Human Resources Director with the right strategic and process skills, and the new executive could look forward to his long-term career goal of repatriating to a desirable location.
 
   
 
 
Finding the Right Fit
 
The Client Challenge. This $9 billion hedge fund wanted to upgrade its human resources function. We conducted a search for a Managing Director of Human Resources who had strong analytic compensation skills, could strategically align with the fund’s operating and executive committees and could work comfortably in an entrepreneurial environment.
 
Our Solution. The fit was critical to the success of this search. We did extensive referencing on all the candidates, drawing on our network of contacts, to make sure the final candidate would work well within the firm’s competitive, “Wall Street” culture. We identified a new Managing Director of Human Resources with financial services experience, an understanding of the hedge fund environment and a strong track record as a top compensation specialist.
 
The Result. In his first six months, the Managing Director realigned the human resources function, developed a new performance management and compensation program and continued the firm’s focus on talent management and acquisition.
 
   
  Back to the Top
 
 
Identifying a Unique Mix of Skills
 
The Client Challenge. One of America’s most widely recognized not-for-profits was going through a major transition and needed a Director of Human Resources who could help reshape the organization. The ideal candidate would come from industry, would possess state-of-the-art human resources skills and would have shown a true commitment to the community through active involvement.
 
Our Solution. Within four weeks, Eileen Finn & Associates identified the successful candidate. He had held top positions at three Fortune 100 companies and had recently taken a sabbatical to develop a successful mentoring program at his high school.
 
The Result. Today, four years later, he has helped the organization transform itself, working with senior management and the board to introduce new talent management and organizational redesign programs. In a recent conversation, he thanked us for providing him with the “best job in the world.”
 
   
 
 
Recommending Innovative Solutions
 
The Client Challenge. The head of human resources for a major European bank, based in London, needed to quickly replace the Director of Human Resources at its US branch. The client realized that finding the right candidate could take up to three months – but it was facing a number of regulatory and compliance issues with its benefits plan and couldn’t wait that long to make a change.
 
Our Solution. We suggested that the bank temporarily fill the position with an experienced human resources consultant who could deal with the more immediate issues, while we continued to search for a full-time Senior Vice President.
 
The Result. We identified a top consultant with the legal benefits knowledge needed to address the benefits compliance problems and then, within three months, found a permanent head with foreign bank experience and in-depth understanding of the benefits field.
 
   
 
 
Evaluating Top Global Talent
 
The Client Challenge. The client – a global financial services firm with over 80,000 employees – requested our assessment of the top US talent in the international compensation field, with the understanding that we would be retained if the firm decided to engage in an active external search.
 
Our Solution. Through extensive research and interviews, we identified the major players and presented our report to the client. Within six months, Eileen Finn & Associates was engaged to do the search, located in Switzerland.
 
The Result. The successful candidate was placed within two months and moved with his family to Europe. After one year, he was promoted to Managing Director of Global Compensation and Benefits – and, after three years, he was responsible for a global human resources function for over 40,000 employees. He has been deeply involved in several mergers and acquisitions, successfully developing complex compensation plans and retaining key talent.
 
Our success with the search resulted in three additional assignments to build the management and functional expertise of this global human resources function
 
   
  Back to the Top
 
 
Tracking Down Specialized Knowledge
 
The Client Challenge. The CEO of the largest nationwide provider of interim court reporters, with over 60 offices in 24 states, contacted us to execute what he felt would be an extremely difficult search: find someone to head the company’s human resources function who understood this unique service business, had legal knowledge, could help implement new technologies and displayed the charisma and energy the client’s entrepreneurial environment demanded.
 
Our Solution. We reached out to our contacts in the human resources community and found the candidate our client was seeking. The firm’s new Vice President of Human Resources is an attorney, has run her own human resources consulting firm, has experience introducing and reengineering systems and previously headed a center for claims resolutions set up by a consortium of chemical companies.
 
The Result. The company has gone through two acquisitions, in which the Vice President of Human Resources has played a critical role, and has almost doubled its number of employees.
 
   
 
 
Presenting a Choice of Outstanding Candidates
 
The Client Challenge. A major investment firm specializing in institutional pensions asked us to help find a new Director of Employee Benefits. The client was faced with a dilemma – whether to locate the position in the northeast or its southeastern headquarters. Where should we target our search?
 
Our Solution. We recommended conducting a two-pronged search – both in the northeast for executives willing to relocate and in the headquarters city for local candidates.
 
The Result. We identified six strong candidates – three in the northeast and three in the southeast, all with excellent benefits and human resources expertise. After interviewing all six, the client chose a candidate in the southeast who didn’t have to relocate.
 
   
 
 
Searching for the Skills To Grow a Business
 
The Client Challenge. A dot.com startup involved with supply chain software and solutions turned to us for a Director of Staffing who could develop the talent base this rapidly growing company needed.
 
Our Solution. Within six weeks, we found a candidate out of the Fortune 100 who had built a state-of-the-art recruitment group focusing on "benchmark hires” and was looking for new challenges and a more entrepreneurial environment.
 
The Result. In less than one year, our candidate was heading the human resources function, as employee headcount increased five-fold. Today, the dot.com has gone through two acquisitions, opened six new US offices, expanded globally into Europe and India and experienced several major management changes. As the company’s growth curve continues, the Director of Human Resources continues to successfully redesign the human resources function and policies to keep pace with the rapidly changing environment.
 
   
  Back to the Top